A Research On The Problems And Countermeasures In The Implementation Of Performance Wages In Water Conservancy Design Institute

With the reform of institutional unit classification in China,a large number of public institutions are facing the transformation of enterprises.Under this background,the traditional management model of public institutions is no longer suitable for the rapid development of the current economy and society,which seriously hinders the social and economic benefits of public institutions.Reasonable salary design is the key to the fierce market competition and the common development of units and employees.The key to the competitiveness of enterprises lies in talents,and the performance wage system that reasonably reflects the contributions and values of employees is essential to attract talents and establish a fair,efficient and stimulating corporate culture.A Water Conservancy Design Institute,as a provincial self-owned and self-supporting institution,is currently undergoing the transformation of the enterprise system.Although as early as the implementation of the performance salary of institutions,A Water Conservancy Design Institute has implemented a performance salary system,but because it is born out of administrative units,In fact,it is only fine-tuning the traditional wage system,and the salary treatment is clearly stratified.It does not achieve the purpose of motivating personnel to promote efficiency and provide benefits.The quantity and quality of the employee's work are not reflected in the performance salary.In this paper,the author takes A Water Conservancy Design Institute as a sample,combines the existing theory and the previous research results on the performance salary of public enterprise and state-owned enterprises,and makes a concrete and realistic theoretical analysis of the performance salary system of A Water Conservancy Design Institute.By using the theory of incentive,the author puts forward the optimization strategy of performance wage,and promotes its smooth and effective transformation.In the transition process,facing the double challenge of the collision between the old and new ideas and the fierce competition in the external market,it is a rejection of the traditional management system and personnel concepts.Continuous optimization and adjustment of performance wages are important topics in the transition process.It is hoped that this article can be used for reference by many enterprises.